The recent wildfires in LA have caused devastation for many. Not only have people lost their homes and possessions, but many individuals are displaced and facing difficulties such as school closures, insurance delays or lack of coverage, and the emotional toll of grief and loss.
In times of disaster, it often feels as though we can never do enough. However, there are actions organizations can take to support employees who are affected by natural disasters:
Offer Flexible Scheduling
Employees affected by disasters may need to relocate, which can include traveling significant distances to stay with friends or family. Allowing flexible schedules accommodates challenges such as time zone changes or caring for children unable to attend school or daycare.
Offer a Remote Work Option
For employees who typically work in-person, reporting to an office may not be feasible while recovering from a disaster. Offering a remote work option helps employees maintain job stability while prioritizing safety and recovery.
Provide Financial Assistance
If possible, organizations should offer financial support to employees who experience disaster. Options include:
Direct financial aid or hardship funds.
Donations from the organization and/or colleagues.
Pay advances or bonus awards.
Provide Replacement Equipment
Natural disasters often result in the destruction of property. Providing replacement equipment such as computers, phones, or office supplies can alleviate some of the burden employees face while resuming work.
Ensure Access to Employee Assistance Programs (EAPs)
EAPs provide employees with confidential support and resources. Services that may be particularly helpful during disasters include:
Mental health care or counseling.
Family support, such as daycare resources.
Legal advice, including navigating insurance claims.
Grief counseling for coping with loss.
Support for immediate family members, as many EAPs extend care to families.
Provide Local Resources
Help employees access local charities or organizations that distribute essential supplies such as water, food, blankets, or emergency kits. Additionally, coordinate access to shelters and recovery programs to assist employees in need.
Support Emotional and Mental Health
Organizations should offer trauma-informed practices, which includes training managers to respond with empathy and provide support rather than focusing solely on productivity. It is also helpful to create peer support networks within your organization by encouraging team members to connect and provide mutual support during recovery.
Allow Recovery Time
Recognize that recovery can be a long process. Be flexible with deadlines and provide extended paid time off or disaster leave to help employees manage their personal challenges.
Legal and Compliance Considerations
It is important to ensure compliance with labor laws related to disaster leave and employee rights. Organizations should also maintain clear documentation of leave, financial support, and other measures provided.
Foster a Culture of Care and Community
Leadership should visibly express empathy and support for affected employees. It is also important to celebrate acts of kindness and resilience within the organization.
Be Prepared for Future Disasters
Consider creating a disaster response plan to better support employees in the future. This includes policies for flexible work, financial assistance, and mental health resources.
During times of disaster, employers play a crucial role in supporting employees and their families. Beyond offering compassionate support, organizations must ensure employees have access to resources and feel valued during these challenging times.
If your organization currently has employees affected by the fires in Los Angeles or if you want to ensure that your organization is prepared to support employees during times of disaster, reach out to Cause Capacity to learn more about how we can provide support and guidance.
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